Gender Discrimination Lawyers

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It is against the law to discriminate against any employee or applicant for employment because of his/her sex in regard to hiring, termination, promotion, compensation, job training, or any other term, condition, or privilege of employment. Title VII prohibits employment decisions based on stereotypes and assumptions about abilities, traits, or the performance of individuals on the basis of sex. It also prohibits both intentional discrimination and neutral job policies that disproportionately exclude individuals on the basis of sex and that are not job related.

  • Not hiring based on gender rather than credentials
  • Decisions based on gender, for instance, being told that either a man or a woman is better suited for a certain job
  • Failing to promote women to management positions because these have been typically filled by men
  • Laying off one gender over another based on the idea that, for example, it’s more important for men to maintain their jobs because they need to support their families
  • Promoting less skilled persons of one gender over more qualified persons of the other gender
  • Paying disparate wages for the exact same job based on gender considerations
  • Health insurance benefits paid for female spouses and children, but not male spouses

The laws that are enforced by EEOC prohibit sexual harassment at work. Acts of sex harassment includes conduct that is sexual in nature, such as inappropriate jokes or requests for sexual favors, and non-sexual conduct based on gender. The law protects us from being sexually harassed at work by a supervisor, a supervisor in another area, a co-worker, and others in your workplace, such as a client or customer. The harasser, as well as the victim, can be a male or female.

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